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SHADOW COACHING from Delta Partnership is a structured, tool-based leadership
development programme. It pairs developing managers and other professional staff with
senior leaders whom they observe at key meetings and events. Afterwards the "Shadow
Coach" provides real-time, upward feedback geared to the leader’s development targets.
SHADOW COACHING turns development on its head and challenges traditional notions
of who learns from whom.
Who it's for:
SHADOW COACHING
is a powerful "co-development" programme resulting
in simultaneous growth for emerging and senior leaders,
and supporting learning and change at the organisational
level. It’s designed for organisations that believe
their leaders can and should continue to develop throughout
their careers. SHADOW COACHING can also be used to drive
organisational or cultural change through changes in
leadership behaviour.
Features:
- Structured processes, enabling non-specialists to
provide effective feedback
- Full range of tools at each stage of the coaching
process
- Preparation for both coach and leader
- Wide range of support mechanisms, including: Small group supervisions, Advisors-on-call,
Collective learning sessions, Interactive website
with discussion forum
- Regular reviews by the leadership team and the
coaches are an option
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here to download product sheet as a pdf |
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Benefits:
- Immediately relevant, no need to translate
classroom learning to the real world
- Targeted, pinpoint feedback enables behavioural refinements or large changes
- Flexible development -- individual participants
learn what they need to learn
- Increased feedback and coaching visible
throughout the organisation; evidence of an
organisation’s commitment to coaching and
development
- Creates a new energy around leadership learning
- Learning happens largely in-house, so it is retained;
consulting is "light touch" support
- Developing managers deepen their understanding
of leadership and its challenges
- Coaches develop contacts and network with peers
across the organisation
- Makes juniors visible to senior management and
promotes development relationships that go
beyond traditional mentoring or coaching
- Fosters interaction/collaboration across
generations in the workforce
- Exposes both coach and leader to new
perspectives, especially when matching to
maximise differences in business unit, function,
culture, gender, etc.
- Can drive organisational change through changes
in leadership behaviour
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